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Individual performance is a real challenge in the monitoring process in several organizations (McShane & Von Glinow, 2010). Most people prefer being rewarded accordingly for their individual contributions in a business entity.
However, for an organization to function effectively and smoothly, each individual should contribute towards the success of the group as a functional business unit.
Therefore, evaluating individual performances in an organization is critical (Glew, 2009). It offers an opportunity for the organization to select the best team that can implement its projects.
This paper will carry out an audit on the individual performances of superhot football club players. This will offer a detailed analysis of the players and enable the club to be able to rate its team members. The procedure is important since it will enable the club to select the best talents for various international matches.
The club is made up of three groups of players namely the defenders, midfield players, and the strikers. This paper will concentrate on the analysis of the individual performances of the club’s defenders. The club has seven defenders. These defenders are so dynamic that they can play in any position.
Furthermore, they are almost of the same age group, ranging from 24 to 29 years. The football game requires individual talents as well as team work for a football club to succeed. The role of the defenders is to protect the team from conceding any goals.
This implies that the defenders are supposed to be very vigilant, accurate, and quick in generating and implementing a decision (Tannenbaum & Cerasoli, 2013).
As the captain of this team, I have spent valuable time with these players. I believe that the information I have on the players can enable the club make favorable decisions.
The first area that was analyzed is the efficiency of the individual players. I examined how each player is good at meeting obligation towards other players, keeping commitments, meeting the standards set by the team as well as personal development (Tannenbaum & Cerasoli, 2013).
I noticed that players in position one, three and seven were very skilful in ensuring that all the other players discharge their roles as expected especially when in the field. They were also very dedicated during competition matches.
The speed at which the three players had improved in their skills since they joined the club was indeed amazing.
The other four players have been in the club for over 6 years. They have been equally committed to the team. However, the main weakness of the four players is lack of commitment to improve their skills and competences during team work.
The second area of concern is the interpersonal skills required among team members in such a group. Players in position 4 and 8 were the best team players in the whole defense unit of the club. Team work has always proven to be cumbersome in the absence of these two players.
In addition, Players in position 12 and 16 have impressive management skills (Glew, 2009). They are usually directly involved in ensuring that everything runs smoothly while on the pitch. They are also instrumental in advising the team manager on the way forward when the team is facing hurdles.
The players in positions 4, 8, 12, and 16 have been the most influential team members in the group. They have been with the club for a long time and are also experienced on how the club handles its affairs. They participate in influencing other players to think positively.
The four players have always been referred by the team manager as the backbone of the club’s defense system. They are close to one another and have never alienated any individual in the team. The other three defenders are still new in the club. They are still adjusting to the new environment.
The third aspect of this analysis is the task skills. The new players namely those in positions one, three and seven have demonstrated shrewd time management skills (Wang, 2011). Since they joined the club, they have never been given any yellow cards due to poor time management.
When they are in the pitch, time is always their priority. Players in positions 8, 12 and 16 are the best team members when it comes to simulation of any new skills and approach adopted by the manager. They are also good in time management to an extent that they sometimes quarrel with other players over time wastage.
Player number four has proven to be the most dependable group member in the team. He has severally been used by the couch to demonstrate new approaches. He is also one of the most efficient players in the whole team.
The last part of this analysis deals with specialist skills. All the seven players possess the ability to quickly learn and apply new skills (Ahuja, Galletta & Carley, 2003). Their levels of creativity are also very impressive. The dynamism observed among the players is definitely above average.
The exceptional case in this area is player number four. He has the ability of perfectly matching skills with talent in order to ensure that the team is successful.This explains why he has been the player of the month in last three months.
References
Ahuja, M. K., Galletta, D. F., & Carley, K. M. (2003). Individual Centrality and Performance in Virtual R&D Groups: An Empirical Study. Management Science, 49(1), 21-38.
Glew, D. J. (2009). Personal Values and Performance in Teams: An Individual and Team-Level Analysis. Small Group Research, 40(6), 670-693.
McShane, S. & Von Glinow, M.A. (2010). Organizational behavior. (5th ed.). New York, NY: McGraw Hill.
Tannenbaum, S. I. & Cerasoli, C. P. (2013). Do Team and Individual Debriefs Enhance Performance? A Meta-Analysis. The Journal of the Human Factors and Ergonomics Society, 53(4), 321-343.
Wang, G. (2011). Transformational Leadership and Performance Across Criteria and Levels: A Meta-Analytic Review of 25 Years of Research. Group Organization Management, 36(2), 223-270.
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